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criação de descritivo de cargos

Gathering Information

Identify the purpose and objective of creating the job description.

Determine the job title and department for which the description is being created.

Obtain information about the role from the relevant stakeholders, including the hiring manager, team members, and other departments involved.

Gather existing documents or materials related to the job, such as resumes, job postings, and performance evaluations.

Conduct interviews or surveys with incumbents or subject matter experts to gather additional insights.

Job Summary and Responsibilities

Write a concise and clear job summary that provides an overview of the role.

Identify and list the primary responsibilities and duties of the position.

Ensure that the responsibilities are specific, measurable, achievable, relevant, and time-bound (SMART).

Required Qualifications and Skills

Determine the minimum education, certifications, or professional qualifications required for the job.

Identify the necessary technical skills, knowledge, and experience needed to perform the job effectively.

Specify any soft skills or personal attributes required for success in the role, such as communication or leadership abilities.

Reporting Structure and Relationships

Define the reporting relationships, including the position's supervisor and any subordinates or peers.

Describe the interactions and collaborations with other departments or external stakeholders.

Specify any team or project involvement that the position requires.

Working Conditions and Physical Requirements

Outline the working conditions, such as office environment, travel requirements, or shift schedules.

Identify any physical demands or hazards associated with the job, such as lifting heavy objects or exposure to certain substances.

Performance Metrics and Evaluation Criteria

Determine the key performance indicators (KPIs) or metrics that will be used to evaluate the job performance.

Define the criteria or standards against which the employee's performance will be assessed.

Include any specific goals or targets that are expected to be achieved in the role.

Review and Approval Process

Share the draft job description with the relevant stakeholders for feedback and input.

Revise the description based on the received feedback and ensure its accuracy.

Obtain final approval from the appropriate individuals, such as the HR manager or department head.

Documentation and Communication

Format the final job description in a standardized template or format.

Publish or distribute the job description to the necessary parties, such as recruiters, hiring managers, and employees.

Maintain a record of the job description for future reference or updates.

Note: This checklist provides a general guideline and can be customized as per the organization's specific requirements and preferences.

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